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Mentoring- a Growth Partnership. Goals 1.What is Mentoring? 2.Benefits of Mentoring 3.The Mentoring...

Date post:25-Dec-2015
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  • Slide 1
  • Mentoring- a Growth Partnership
  • Slide 2
  • Goals 1.What is Mentoring? 2.Benefits of Mentoring 3.The Mentoring Process
  • Slide 3
  • So What is Mentoring? A more experienced or more knowledgeable person (mentor) helps a less experienced or less knowledgeable person (mentee/ protg/ apprentice). Mentee-initiated; voluntary; informal A mentor helps navigate the corporate terrain A mentor is one who helps shape the outlook or attitude of the individual not skill-related A mentor is often selected for specific area/topic A person can have several mentors at a time A person can a mentor and a mentee
  • Slide 4
  • The Importance of Mentoring or What a Mentor Means A mentor teaches you faster than you can teach yourself. The stories, the wisdom, the guidance that they provide gives you the benefit of understanding the world before youve actually lived through it. And the emotional support and reassurance that somebody who has been there, done that can offer to a wet-behind-the-ears greenhorn is comforting as you navigate your way through new experiences. It is important to seek out mentors. Its no accident that Luke Skywalker needs his Ben Obi-Wan Kenobi in the Star Wars saga, that Daniel-san learns from Mr. Miyagi in the classic Karate Kid. The young hero thats you, whatever your age needs to learn from a master, to grow in wisdom and learning while being guided by somebody with greater experience, to have a sounding board and sympathetic ear in times of turmoil. You also need, very importantly, guidance for your industry and field. And a mentor is the best resource for that type of wisdom. He or she can give you insight into the players, the personalities, the opportunities, and the challenges of various opportunities open to you. What a mentor provides is wisdom and insight. You can also get something back by giving back. The brighter the student, the more the teacher learns. Theres no better way to learn, or re-learn, something than by teaching it. And by taking that bright young woman (or man) under your wing, youll not only be helping out the next generation, but youll be surprised at how much youve learned over the years! Taken from: Marc Cenedella, CEO of TheLadders.com, 2010Marc Cenedella
  • Slide 5
  • A mentor is often not a professionally- trained advisor but is knowledgeable in an are/topic where the mentee needs additional growth. No specific minimum or maximum length Win-Win Relationship The mentor learns and improves his/her own skills while sharing experience with mentee The mentee learns from the mentor
  • Slide 6
  • How is Mentoring different from Coaching- deals primarily with skill building; the coach stays with the client to help implement the new skills, changes, and goals. An ongoing, structured relationship that sets goals and clear action items. Counseling- Often initiated by a problem or symptom of distress; all responsibility placed on the client; can cover many topics Consulting- Many forms; contractual, specific skills and deliverables; often outside resources; used when internal skills needed are not available
  • Slide 7
  • Coach, Mentor: Is there a Difference? MentorCoach FocusIndividualPerformance RoleFacilitator with no agenda Specific agenda RelationshipSelf selectingComes with the job Source of InfluencePerceived valuePosition Personal returnsAffirmation/learningTeamwork/ performance ArenaLifeTask related
  • Slide 8
  • Exercise 1: Coaching, Consulting, Mentoring, or Counseling?
  • Slide 9
  • Kim has had trouble sleeping lately and is feeling stressed. One of her family members is very ill and Kim is often called upon to help out. She has a demanding job as well, but says she has very little energy or motivation about anything lately. CoachCounselor/Therapist ConsultantMentor
  • Slide 10
  • Sara has an opportunity to expand her responsibilities and manage a new department. This will mean managing people and playing more of a leadership role- something Sara has aspired to do. This particular department has a history of challenges, and Sara is concerned about the commitment of time and energy she may have to make. CoachCounselor/Therapist ConsultantMentor
  • Slide 11
  • Pat has been asked to restructure the Training department and its offerings. New jobs have created new training needs and performance goals. Pat is thinking that revisions need to be made to their competency model and curriculum. She is concerned that she and her staff incorporate best-in-class resources in accomplishing this task. CoachCounselor/Therapist ConsultantMentor
  • Slide 12
  • Characteristics to look for in a Mentor: Experience in an area of interest to you Possesses a strong professional network Genuine interest in helping you advance Ability and time to be supportive Trustworthy, non-judgmental, open- minded, ethical, self-confident Good listener
  • Slide 13
  • Characteristics to look for in a Mentee Has a desire to grow in an area that interests you. Possesses a learning attitude. Has a genuine interest in being helped by you. Has the potential and time to be proactive. Is trustworthy, non-judgmental, ethical, and self-confident Is a good listener
  • Slide 14
  • Benefits to the Mentor Sharing of best practices An expanded personal network Contribution to someones development Application of personal leadership skills and consultation Increased self-awareness and self-discipline Identification of opportunities for enhancing personal contribution to the future of the organization Renewed enthusiasm for the role as expert
  • Slide 15
  • Benefits to the Mentee Improve a particular career area Learn about the organization Explore potential in undeveloped areas Expand leadership abilities Make valuable contacts Learn and grow professionally Develop an area of expertise
  • Slide 16
  • Mentors are Expected toNot expected to Have reasonable expectations of the mentee Drive the relationship Be a resource Seek out a mentee Provide feedback Do the work for the mentee Allocate time and energy Manage the mentee as a supervisor would Help the mentee develop an appropriate learning plan Be an expert in every imaginable development area Follow through on commitments or renegotiate appropriately Develop a friendship with the mentee
  • Slide 17
  • The Mentoring Process Key Steps Establish the relationship Sustain the relationship Close the relationship 3 levels of mentoring relationships Information- Basic knowledge Skills- Consultation on job techniques and answers to specific skill sets Advocacy- Guiding influence
  • Slide 18
  • Establish the Relationship Personal invitation from mentee to mentor Formal mentoring agreement to establish specifics (level of mentoring, mentee goals from this relationship) Confidentiality standards Relation boundaries Ways of monitoring progress Accountability of the mentee for development Meeting schedule/frequency Prepare for first meeting both mentor and mentee
  • Slide 19
  • Sustain the Relationship Learning styles Help set SMART goals in the growth area Specific Measureable Attainable Realistic Track-able/ Time-bound Development activities to enhance mentee learning, aligned with specific goals
  • Slide 20
  • Close the Relationship Mutual decision involving both mentor and mentee When the mentoring agreement goals have been achieved Personal respect- always
  • Slide 21
  • The Young Careerist Program is a registered trademark and is used under license. For more information, visit: http://www.bpwfoundation.org/ http://www.bpwfoundation.org/

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